Tricky Leadership Transitions Could Lead to Isolation. Here’s How to Avoid That.

“I knew there were going to be changes, but when I found out I was part of them... Honestly, I was pissed.”

Leadership transitions are stressful. That stress only multiplies when you're the one responsible for guiding a company through layoffs, knowing all the while that your own position will be eliminated.

That’s the situation Jordan faced during their first assignment as CHRO at a healthcare company, where they had worked for two years.

Jordan shared their story during our August Element of Change Virtual Forum, and it struck a deep chord with the leaders in attendance. In today’s climate, where nearly half of layoffs target manager-level or higher positions (Live Data Technologies, 2024), being prepared for this worst-case scenario is more important than ever.

Imagine learning about the layoffs before anyone else, then being tasked with orchestrating the entire transition plan for the next five months, knowing that at the end of it all, your own role will disappear.

Instead of retreating, Jordan went into what they called "full throttle," determined to show the organization what they were going to miss and to ensure that the transition was as smooth as possible for the rest of the team.

“I don’t know if that’s healthy, but it’s real. Those were the feelings I was having,” they admitted.

This raw honesty resonated with so many of us because it’s exactly what leaders experience during transitions—feeling like you have to stay strong, even when you’re internally processing a range of emotions. Jordan’s story offered powerful takeaways that any leader facing a change in role can relate to:

1. Keep Your Networks Healthy. Internal and external networks are your lifeline. These are the people who understand what you’re going through and can support you when everything feels overwhelming.
2. Expect and Embrace a Range of Emotions. It’s normal to feel grief, anger, frustration, and even self-doubt about your value to the organization. These emotions are part of the process. You’re not alone in feeling this way.
3. Don’t Neglect Yourself in the Transition. What do you need during this period of change? Do you need someone to review an employment agreement? Or help you manage your investments as you shift from one role to the next? Outside of work, there are things that deserve your attention as well. “Those last 60 days in that role—it was about me. The word ‘no’ was used often,” Jordan shared. And that’s OK. Protecting your time isn’t selfish—it’s necessary.
4. Reflect and Be Open to Reinvention. Your next opportunity might not be in HR. It could be in a completely different area of the business. This is a time to evaluate your past roles, decide what you would change, and use that insight to evolve moving forward.

By leaning on your networks, allowing yourself to feel the full range of emotions, giving yourself space to grow, and protecting your time, you can navigate leadership transitions more successfully.

“This experience has changed me for sure,” Jordan reflected.

If you’re a senior leader going through a similar transition, join our next forum. You’ll find a community of leaders who not only understand your experience but offer a safe space where you can share and feel seen.

Click here to join our next forum

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